1. Research on Bias in Hiring Information for Deans, Chairs, and Recruiting Committees

2. Research on Bias in Hiring This presentation summarizes information from the University of Pittsburgh as well as NSF funded Advance Projects at the University of Michigan and the University of Wisconsin.

3. Women as a Percent of all Rank Faculty at AAU Publics, 1998

4. Women as a Percent of all Rank Faculty at AAU Publics, 2003

5. Distribution of Departments by Women as a Percent of T/TS

6. Next B er k el e y

7. Assumptions and Bias Evaluators overestimate the heights of men and underestimate heights of women. Evaluators rate verbal skills lower if told an African American provided samples than if told a white person provided them. Evaluators more frequently attributed success of men to skill and success of women to luck. Biernat, Manis, & Nelson, (1991) Journal of Personality and Social Psychology, 66, 5-20

8. Assumptions and Bias Psychology professors, both men and women, prefer to hire “Brian” over “Karen”, even when the application packages are identical. Steinpreis, Anders & Ritzke (1999) Sex Roles, 41, 509 “Blind” auditions increased the percentage of women winning orchestral jobs by 25- 46%. Goldin & Rouse, (2000) The American Economic Review, 90, 4, 715-741

9. Assumptions and Bias Recommendation letters for women hired as faculty at a large US medical school differed systematically from those for men. Trix & Psenka (2003) Discourse & Society, Vol. 14(2):191-220, 2003 Trix & Psenka (2003) Discourse & Society, Vol. 14(2):191-220, 2003

10. Assumptions and Bias Women applying for a postdoctoral fellowship needed substantially more publications to achieve same rating as men. Wenneras & Wold, (1997) Nature, 387, 341

11. Gender Bias in Funding Postdoctoral Fellowships Men Women One Impact Point = one paper in a journal with an impact factor of one

12. Potential Influence on Search Women and minorities may be subject to higher expectations wrt number and quality of research publications, grants, etc. Work, ideas, and findings of women and minorities may be undervalued or unfairly attributed to others or to luck Letters of reference may reflect unconscious biases